A reader writes:
Over the previous few months, I’ve discovered myself more and more annoyed and resentful, and I worry it’s clouding my judgment. Any recommendation, even when it’s merely to let go, can be appreciated.
I work for a nonprofit that operates throughout a number of states. We have now a predominantly feminine workforce, a lot of whom are moms with younger kids. In the course of the pandemic, our group was extraordinarily versatile by way of work schedules and distant work, particularly for fogeys managing childcare. Nonetheless, as soon as baby vaccines turned broadly out there, the group applied a distant work coverage that required full-time childcare throughout work hours. Whereas there are nonetheless allowances for infrequent childcare-related work-from-home days, the final rule is that you would be able to’t be the only caregiver to your kids whereas working.
Total, the coverage has been adhered to, and most staff have discovered appropriate childcare preparations. Nonetheless, there’s one exception: a senior supervisor with a good portion of the group reporting to him. In the course of the pandemic, he was allowed to look after his kids after college with out formal childcare preparations. When the brand new coverage got here into impact, he requested and was granted continued flexibility, which wasn’t communicated to the remainder of the group as an choice. It’s been defined that he makes up for missed conferences by working within the evenings and adjusting his schedule, though I haven’t skilled that occuring in apply.
Whereas this association may match for him, it’s inflicting disruptions for the remainder of us. We wrestle to schedule conferences with colleagues throughout completely different time zones as a result of he’s unavailable for half the day. Moreover, his engagement throughout conferences suffers when he’s multitasking with childcare duties, and he typically goes unresponsive after his pick-up time and by no means replies within the evenings although he’s alleged to be flexing his time. This case has led to elevated workload for others and has raised questions of equity, particularly when contemplating the monetary burden of childcare that many people are bearing. I additionally query if it’s discriminatory to carry all the feminine workers to the coverage and grant the exception to a male workers member solely. Moreover, there’s a security concern that makes me extraordinarily uncomfortable. He often takes work calls or communicates on slack whereas driving his kids dwelling, a commute that spans about 1.5 – 2 hours resulting from dwelling in a single metro space and having his youngsters attend college in one other. It’s evident that his consideration is split throughout these calls, and given the significance of security whereas driving, I query whether or not this needs to be allowed. I feel it has solely been given the okay as a result of in any other case he can be utterly out of contact for an enormous period of time every day.
I’ve raised these considerations along with his supervisor and my very own, however it appears there’s little willingness or capacity to deal with the problem as a result of beforehand granted exception. I’ve additionally mentioned this with a number of feminine colleagues who’re in the same scenario, and we share a way of resentment and frustration.
I’m contemplating reaching out to HR about this however would respect steering on learn how to method the dialog. Ought to I request the same exception to keep away from feeling unequal, or ought to I give attention to the impression this case is having on our work and suggest options?
It may be a gender discrimination subject, however it’s additionally attainable (and your organization would doubtless say) that he’s been granted an exception due to seniority and the character of his position. They’re allowed to present completely different perks and completely different privileges to completely different lessons of staff, akin to administration above a sure stage, and many others. After all, if any mothers at his stage have requested and been denied the identical lodging, that might change issues.
It is bizarre that they’re saying “we already accredited this and thus can by no means stroll it again sooner or later, irrespective of how poorly it’s working.” They completely may say to him “This isn’t working for X causes and we have to both modify it in Y methods or we’d like you to search out childcare by (date).” That occurs all the time. The truth that it isn’t taking place right here says that both his supervisor (a) is just too weak to cope with it or (b) has determined that they’re keen to pay this as the value of maintaining this senior supervisor.
If it’s (b), HR most likely isn’t going to overrule that.
That mentioned, you can attempt! There’s no motive you possibly can’t share with HR what you’ve shared right here, and say that at a minimal the gender optics are horrible. Who is aware of, one thing may come of that.
You’re more likely to have extra luck addressing it from that angle than by advocating for the same exception for your self and others. His exception is working so poorly that it’s a reasonably sturdy argument towards letting extra individuals do it. And “you possibly can’t look after younger kids whereas additionally working” is a quite common — and really cheap — coverage that the majority firms have. The problem is that he’s not holding up his finish of issues — but when his administration doesn’t care, that could be the tip of it.
It’s cheap to lift the work impacts and the optics and see what occurs, although.